Recruiting is a time consuming process, and Linkedin Recruitment Strategies are needed to help you find the perfect candidate. Recruiting on Linkedin is not as easy as it seems! There are many more candidates out there than you realize, but they will not come to you if your job postings don't stand out from the rest. In this blog post, we will discuss 14 ways to get more candidates interested in your jobs on Linkedin.

As one of the top business networking platforms in the world, LinkedIn helps human resources professionals have the ability to post their job openings and get interested candidates from all over.

Many jobs seekers are always looking on LinkedIn for new opportunities because it has become an integral part of searching for work in this day and age.

Here are are 14 tips:

  • Include a well thought out, eye catching headline and description. Candidates are likely to spend just 31 seconds looking at your post before deciding whether or not they're interested in reading more about the position - so make sure you have it all figured out from the start!
  • Use numbers to show how big of an opportunity this is - showing the number of employees, revenue, years in business and salary ranges are ways to make a candidate feel like you are an open and authentic organization.
  • Candidates are going to check out your company's website and social media accounts before considering a job offer, so make sure you have all of that set up in advance!
  • Put links at the bottom of every post. Candidates will be scanning these posts quickly for any details they can find, but not spending more than two or three seconds on any one post. Often people scan very quickly. These links should send them to relevant content on your site that will validate and entice them to take the next step.
  • Candidates want to see that you are a good company and so it is important they have this impression from your social media posts (otherwise, people will be less likely to apply for jobs at your organization).
  • Candidates often use LinkedIn as an initial screening destination to see the other employees that work there, the types of titles, and the types of posts you make.
  • Candidates want to know your company culture and so it is important they have this impression from your social media posts. If your company shows all sales and marketing posts without any culture, this often will reduce the attraction to submit a resume.
  • It's very difficult for a candidate to get an accurate idea of the company or what attracts them in themselves just by reading about the required skillset or other post details.
  • Recruiters can start by providing a summary of the company culture, what differentiates your organization from others in this industry and then how they would be impacted with their unique skill set.
  • Recruiting on Linkedin is an excellent way to find passive candidates who are not actively looking for jobs but might be interested when they see opportunities that match not just their skills and desired title, but also their core values.
  • Additionally, recruiters should also provide a summary of the company culture and what differentiates them from others in this industry. HR teams can start by providing a summary of the company culture, what differentiates your organization from others in this industry and then how they would be impacted with their unique skill set.
  • Recruiters should try to leverage connection campaigns and LinkedIn messaging in their efforts, as the visibility of a job posting is very important for attracting passive candidates who are not actively looking for jobs but might be interested when they see opportunities that match not just their skills and desired title, but also their core values.
  • Human resources teams should know their overall online reputation makes a huge impact and that candidates will not just do searches on LinkedIn, but also on Google. It is key to spend some time acting like a candidate and searching on these platforms just like they would.
  • Lastly, consider leveraging other employees in the company to share new job postings with their connections. Recruiters should also keep in mind that LinkedIn is an active social networking site, so they should consider posting more than just information about the company and available positions to draw interest from those who are not looking for a change of pace or employment at this time.

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